SEL Manufacturing Co. studied absenteeism among its female workers. Through surveys of 100 workers, they found various causes of absenteeism like job dissatisfaction, stress, heavy workloads, loneliness, boredom, and lack of personal time. Health problems were also a cause. Suggestions to reduce absenteeism included changing management styles, improving working conditions, providing attendance incentives, developing an attendance policy, and having top management commitment to addressing the problem. Managers were identified as holding the key to reducing absenteeism.
2. DEFINATIONS Absenteeism can be defined as “Failure of employees to report for work when they are scheduled to work”. How to manage employee burnout…
3. COMPANY PROFILE Established in 1969 for manufacturing ready-made garments for Domestic Market. Beginning with small capacities for manufacture of hosiery products and knitted fabrics. 1990’s Mr. Neeraj Saluja and Mr. Dheeraj Saluja, sons of Mr. R. S. Saluja joined the family business and foreseeing opportunities in garments exports. facilities company also have in-house facilities for garment design and development among others. “Spinning Mills” capacity of 18,000 spindles and today have two units and a production capacity of 67488 spindles to manufacture cotton / acrylic / blended yarns. The manpower of Spinning Mills is 2135.
4. Vision “To be globally recognized as a Leading Supplier of Quality Fabrics”
5. MISSION Saluja Group aims to be world-class textile organisation producing diverse range of products for the global textile market. Saluja seeks to achieve customer delight through excellence in manufacturing and customer service based on creative combination of state-of-the-art technology and human resources. Saluja is committed to be responsible corporate citizen
6. OBJECTIVE OF MY STUDY To find out the various cause for absenteeism. To study the various measures adopted by the organization. To provide suggestions in the form of solutions to reduce the rate of absenteeism.
7. RESEARCH METHODOLOGY A Questionnaire was designed which included questions related to absenteeism. To carry out the survey each worker was interviewed for around 15 to 20 minutes and their responses were noted down.
8. CONTD. The details of the survey -: Sample size-100 Sampling technique- Random sampling Type of interview -personal interview
9. LIMITATIONS OF THE STUDY Due to time constraints and busy schedules of the female workers it was difficult to interact with them completely. The sample size was limited to 100. The responses may be influenced by personal bias. Generally do not provide in-depth understanding of underlying issues, reasons or behavior patterns. Incorrectly designed surveys may produce invalid and misleading results.
11. Decrease in Productivity Absent staff place an extra burden on the whole organization Time lost in the sourcing and training of new or replacement staff Morale and motivation issues can greatly decrease the productivity of staff
12. Administrative Costs Increased supervisory and administrative costs in the monitoring and management of absenteeism programme Increased costs associated with securing replacement staff
13. Financial Costs Salary costs for new or replacement staff Overtime payments Medical and insurance costs may increase
14. More factors affecting Absenteeism Work conditions: The relational climate of a job can affect employees’ willingness to show up to work. Negative relationships between employees and their supervisors can result in absenteeism. Employees miss work as a form of “acting out”. But sometimes employees miss work because of unresolved conflict between each other. Interventions to reduce interpersonal work stress can help deter employee absenteeism and burnout.
15. CONTD. Lack of incentives: While many companies punish employees for missing work, few think of rewarding those that show up faithfully. Incentives can boost motivation and reduce burnout. Examples of incentives that work: Being able to cash it unused sick days Bonuses for perfect attendance Certificates of achievement
16. CONTD. No attendance policy: Many companies do not have an explicit policy requiring employees to honor their commitment to the job. An attendance policy allows a manager to intervene in cases where an employee is frequently absent. An official policy allows managers to identify and refer to the EAP employees that may have other problems e.g., alcoholism, domestic problems, etc
17. FINDINGS On analysing the response it is found that, 20% of the employees are dissatisfied with their work. 50% of the employees have an opinion that stress is part of their work life. 43% agree and 27% strongly agree that their work is heavy. From this, it can be interpreted that the employees are having a hectic work schedule. A total of 70% of the employees feel lonely while working with others. 39% of workers feel bored in their routine work. 42% don’t have time for their personal activities. 40% of the workers are not satisfied with the welfare measures adopted by the company. Health problems seem to be one of the causes of absenteeism for the work. It is also found that 58% of the employees are satisfied with working enviorment. It has been found that 40% of the respondents have an opinion that politics have no impact on the employee absenteeism. 60% of the employees feel that their colleagues did not help them in case of personal problems.
